The Career Growth And Turnover Intention Of Employees

With the development of the economy and the rapid development of information technology,not only talent has become the core resource for enterprises to obtain competitiveness,but also the turnover of employees has become more smooth and common.Excessive turnover rate,especially the loss of high-end talent,will bring to the enterprise cost increases,decreased competitiveness and other negative effects,while too frequent job-hopping is not conducive to the long-term development of employee career.Previous studies have found that in the boundary occupation career background,the employee's turnover becomes more proactive,and it often gets better career growth through job hopping.In addition,in the two-way choice between employees and enterprises,the traditional model to study the turnover behavior of employees is no longer applicable.Based on social exchange theory between enterprises and employees of the two-way commitment Relationship,began to be concerned by scholars.Therefore,based on the theory of social exchange,this study takes career growth as the starting point,and explores the mechanism of career growth,organizational support and organizational commitment in employee turnover intention.Based on the summary of the previous research results,using the career growth scale,the organization support scale,the organizational commitment scale and turnover intention scale to investigate 373 enterprises in-service personnel.SPSS 17.0,AMOS 17.0 and MPLUS7.0 were used to deal with the data to explore the relationship between career growth,organizational support,organizational commitment and turnover intention.This study draws several conclusions as following:(1)There are significant demographic differences on enterprise employees's Career growth,organization support,organizational commitment and turnover intention.There was a significant difference in the level of education and job type of enterprise employee career growth;Organizational support have significant differences in job categories;Organizational commitment has a significant difference in working life and enterprise type;there are significant differences in marital status of turnover intention.(2)There is a significant positive correlation between career growth,perceived organizational support and organizational commitment of the employees in the enterprise,which is significantly negatively correlated with turnover intention.(3)The organizational support of employees in enterprises has a complete mediating effect between career growth and turnover intention.Career growth should be felt by employees to reduce their tendency to leave.(4)The organizational commitment of the employees in enterprise plays a partial mediating role between career growth and turnover intention.Career growth is negative to predict the tendency to leave,but also through organizational commitment to effectively reduce the lack of employee career growth caused by high turnover.(5)The organizational support and organizational commitment of the employees in the enterprise play a chain mediated role in career growth and turnover intention.When organizational support and organizational commitment work together to the relationship between career growth and tunover tendencies,the part of function of organizational support acting on organizational commitment can effective reduce the negative impact of employment growth on turnover intention.(6)The percentage of the main effect of the single mediating effect of organizational support and organizational commitment is lower than the percentage of the main effect of the joint action.That is,dealing with the relationship between enterprises and employees from the perspective of two-way commitment will be better.